CONTENTSINTRODUCTION ➣ Imagine a Full Life—There’s No Needto Choose 1 ➣ The Good News About Work:PA R T O N EWhy Two Careers Are Better Than One 131. Mom and Dad: How Kids Can Get More from Two Working Parents 152. What Your Husband Wins from a Working Wife 363. What Women Gain from Working Motherhood 57PA R T T W O ➣ Three Truths to Bust the Myths About Work,Women, and Men 814. Women Don’t Quit Because They Want To 835. Success Does Not Require 24/7 1116. It’s Not a Fair Game—but You Can Improve Your Odds 137
viii ContentsPA R T T H R E E ➣ The 50/50 Solution and How to Make It Yours 165 7. The Great Alliance: How Your Husband Solves the Work/Life Riddle 167 8. The Pre-Baby Road Trip: Mapping Out a Leave You Can Return From 201 9. The Post-Baby Uphill: Test-Driving 50/50 and Getting Back Up to Speed 22110. Getting to 50/50: At Home, at Work, for Life 239RESOURCES 271NOTES 277AC K N OW L E D G M E N T S 299INDEX 301A B O U T T H E AU T H O R S 311
Imagine a Full Life— INTRODUCTION There’s No Need to ChooseDo we know you? You worked hard to get where you are. You pushed yourself inschool, got a job, and gave it your all. You learned your trade and foundyour strength, spurred on by the challenge of doing things well. Whenyou see the next mountain, you gear up to climb it. Along the way, you think about meeting the right guy. Or maybeyou’ve met him and he has joined your journey. Either way, you seehow linking your life with a man’s may change your course. Setting out, it all seems simple. It’s fun to be a twosome, and youhelp each other when the ground gets rocky. If he slips, you steadyhim; when you lag behind, he pulls you up. You map out your futuretogether, and it’s good. Two people joined by love and shared dreams.This is the marriage you hope for. Then, one day, you take a grand new path: parenthood. No longer acouple, you’re a family. While you pause to adjust to this miracle, yourhusband resumes his course. But with a baby in tow, you’re carrying abigger load and you wonder what pace you can keep. The mountainseems bigger than it did before—more forbidding, and a whole lotcolder.
2 Getting to 50/50 You look into your child’s eyes and wonder, How much will I missyou when I go back to work? Should I slow down to keep you safe—evenstop altogether? Other voices echo yours. Those who once cheered you on now ask,“Do you have to work? Won’t the baby need you? Do you really wantto leave your child with strangers? Does your salary even cover childcare?” Back at work, some colleagues now see you differently. “You seem less focused. We’ll ask Jack to help you run that project.” “We restructured the group while you were out. Half your teamnow reports to Charlotte.” “Commitment is important. We’d like to see you here more hours.”And you see things differently, too. Do we need the third staff meeting? Isthe trip to Tucson really necessary? you start to ask—time is no longersomething you give away freely. You look to your partner for support, but he faces a steep gradehimself. Convinced he must “provide for the family,” he resolves towork even harder. You call to him for help—did he hear you? You askhim to take his share of the load, but he worries he’ll stumble if hedoes. “I know it’s my turn to do day-care drop-off, but can you do it? Ihave an early meeting.” “The baby is calmer with you. He always fusses when I try tofeed him.” “There are no other dads at the playground and the moms look atme funny. Can’t you do the playdate?” One day you wake up and wonder, Why not just quit? You see yourpaycheck depleted by child-care costs and your time vanish as eachday repeats itself: dressing your child, feeding her, going to work, com-ing home, feeding her again, and putting her to bed (with hopes thatshe’ll stay there). Weekends are cram sessions of diapers, groceries,laundry, errands, and the occasional night out that takes as much plan-ning as a space shuttle launch. You begin to think of your spouse as akindly roommate who usually remembers to put the seat down. You’re still giving it your best at work, but you’re tired and scaredabout the not-so-subtle signs that no one thinks you’ll stick it out. On
Imagine a Full Life—There’s No Need to Choose 3bad days, you ask yourself, Can’t we make do without my income—just fora while? You certainly wouldn’t be the only working mother to “optout.” You can tick off a half dozen ex-colleagues, all mothers, all tal-ented in different ways, who drove off into the sunset, childrenstrapped safely in their car seats. You keep hearing that voice: Is itreally worth it? You bet your kid’s college tuition it is. We’re going to show you precisely why working is worth it for you,your children, and your spouse, and how both your family and your ca-reer can ﬂourish—when you tap into a powerful ally. It’s not yourbaby-sitter, your BlackBerry, or your boss (though they come inhandy). Here’s a hint: You married him. GETTING TO 50/50: THE LIFE- CHANGING JOURNEYWe are two working moms who believe that everyone wins when menare full parents and women have full careers. When both parents paythe bills and care for kids, this life is possible—we know from experi-ence. In our homes, we don’t assume that Mom is destined to be the“primary parent.” Our kids see Dad as equal to Mom because we set itup that way. True, we did 100 percent of the breast-feeding and some-times only we can make the monster under the bed disappear. But Dadloves parenting as much as we do—and he’s good at it, too. There isalso no “primary breadwinner” among us. Mom and Dad are both onthe hook for the costs of raising kids, from groceries to braces, fromhousing to soccer cleats. The payoff ? We enjoy rewarding careers andsee that our families thrive—not despite our work but because of it. “Don’t you really need to choose? Won’t I need to pick whichcomes ﬁrst, my work or my family?” We hear this often from womenin their twenties on campuses where we speak. (We rarely hear it fromyoung men.) And even when young women are more hopeful, there’s abig disconnect between what they hear (you’re equal) and what theysee. “These issues creep up on us without our being aware of them,”one twentysomething told us. “I think women my age believe theworld has changed so much that we don’t need to worry. But then we
4 Getting to 50/50look at the men in charge where we work and think, That is not what Iwant my life to look like and it’s clearly not feasible for me if I want to havekids.” We remember the angst we felt at their age, that somehow thingswould be tougher for us than they were for our guy friends. At times ineach of our own careers, we shared the fear that we’d have to forfeitsomething big—a career or a husband. “I’ll never ﬁnd the right guy if I can’t ever leave the ofﬁce,” Joanna,then a lawyer in her ﬁrst 24/7 job, complained to her mother. At hersecond corporate law ﬁrm, still unmarried but curious about the fu-ture, Joanna went to a meeting on work/life balance. The discussionleader, the only female partner with children, started to cry. Not inspi-rational. Joanna had grown up with a mother who mostly stayedhome. So the discouraging signs around her at work did not giveJoanna much conviction that she would want to keep working aftershe had kids. Sharon, a child of divorced parents, assumed she’d always earn herown living. No man Sharon dated could miss the point. She grilledboyfriends for double standards and gave them books such as TheWomen’s Room and The Feminine Mystique—which largely went unread.Working stock-market hours in San Francisco, Sharon was in the of-ﬁce close to 4 a.m.—and asleep by 9 p.m., making her an even moreunusual date. As she was turning thirty-one, Sharon walked down thestreet after work one day with tears in her eyes. “No marriage is betterthan a bad one,” she thought, “but how did I end up alone?” Then we met our husbands and learned this: The most importantcareer decision you make is who you marry. (And the deals you makewith him.) When Joanna got engaged, her ﬁancé, Jason, told her he wanted tostart companies. To take the risks that entrepreneurship requires,Jason knew that sometimes he would be putting more money into hisbusiness than he’d be taking out. When Joanna wanted to quit her job,Jason did his share of child care while Joanna transitioned to a careershe found more satisfying than the law. Jason not only wanted to be agood father, he also knew Joanna’s income bought him freedom topursue his own career dreams.
Imagine a Full Life—There’s No Need to Choose 5 “Women are more nurturing and should stay home with kids for afew years,” Sharon’s future husband, Steve, said on their ﬁrst date.That evening did not end well. But Steve, an Iowan raised with thevirtue of fairness, was curious (and a good sport). So he asked Sharonto put her thoughts on paper. “I want my husband to share every partof parenting with me 50/50. How do you feel about this?” Sharonwrote. Steve wasn’t sure but kept an open mind until he and Sharonfound a vision they could share. We’re not saying it’s easy. Living this way takes lots of discussion andoften debate. No matter how fair-minded your spouse, if you’re any-thing like us, you’ll still ﬁnd plenty to argue about. But hundreds ofmen and women in this book tell you in their own words why theymake the effort: The 50/50 mind-set can help you live the life you want. THE MANY VOICES OF 50/50: KIDS, DADS, MOMS, AND BOSSES TELL IT LIKE IT ISIn Getting to 50/50, we’ll lay out the challenges women and men facewhen they seek to combine work and family. We’ve talked to hundredsof two-career couples, from an array of professions and ethnicities,who live all over the country. Ranging in age from their twenties totheir eighties, these men and women told us how they’ve forged mar-riages that support two good jobs and one strong family. We’ve focused this book on men and women married to each other.We believe outdated views about husband-wife marriage cause prob-lems for everyone (even people with other living arrangements). Mostideas that hold women back at work, that make it hard for fathers tospend time with their kids, that deprive children of the support theyneed, are rooted in these old beliefs. When more of us adopt a 50/50mind-set, families of all conﬁgurations will gain. If you don’t have kidsyet, this book is for you, too.The odds are 80 percent you will be a parentsome day. And if you’d like to see more female success where you work,you know that will only happen when more women stay in the game. Allwomen win when mothers can pursue their careers—and so do men. We spoke to men and women all over the country: nurses, engineers,
6 Getting to 50/50teachers, lawyers, government workers, accountants, salespeople, doc-tors, CEOs, a rocket scientist, a football player, an ice-cream maker,and many more. We interviewed people who work for large institu-tions like Fortune 500 companies, hospitals and law ﬁrms; we alsotalked to many people who work for small outﬁts or for themselves.What we learned is that 50/50 couples are everywhere. Using what re-searchers call the snowball method (where one contact leads you tomany others), we were amazed by the groundswell of volunteers whoemerged to share their stories. As one working mom told us, “Happyworking couples are culturally invisible. That needs to change.” We told our interviewees we would describe their real jobs but givethem fake names. We’ve found that this topic is such a hot one, fewpeople will go on record telling you what they really think—theyworry they’ll rub coworkers and friends the wrong way. (And howmany bosses will say this in public? “I discriminated,” the ex-chief of alarge company told us, explaining how he dealt with working moms.)So we gave anonymity to get you the real story. We chose to focus most of our interviews on mid-career coupleswho talked about the rewards of staying the course. Though most arecollege graduates, these men and women are not “celebrity” workingparents who can afford to outsource every domestic challenge. Thesecouples devote themselves to their families and two careers becausethey believe it’s a good thing—not because it’s easy. To get broader input, we also conducted an online survey called “TheReal Lives of Working Mothers.” Professional organizations, mothers’clubs, and school groups sent the survey to thousands of women acrossthe country—who forwarded the survey to yet more women. The sur-vey asked questions like these: Does your spouse prefer that you workor not work? Whose career is primary, yours or your spouse’s, or are theyequally important? When you returned from your maternity leave,what was your boss’s attitude toward you? What do you tell your chil-dren about work and family? Over one thousand working moms wrotein to share their stories from a broad spectrum of careers. Throughout this book, you will ﬁnd quotes from the survey that wethought would be helpful to our readers and that represented the widerange of respondents’ views and experience.
Imagine a Full Life—There’s No Need to Choose 7 The respondents spoke frankly about hurdles they sometimesleapt, sometimes tripped, over. And they pointed out how much we’llall gain if women and men can talk about these issues earlier in life,more often, and with open minds. “Y need to consider the slippery slope of men’s and women’s job ouchoices.We ‘prioritized’ my husband’s job over mine because his incomeis higher and his job is less ﬂexible, but he took that job and othersthinking only about his professional and economic goals, not about howwell they would work with being a father, and he has not pushed for ﬂex-ibility within his jobs. [I chose my] path because I realized I would ben-eﬁt as a mother from the ﬂexibility it would confer. But I would havepreferred a more balanced approach to co-parenting and working.” They also described the upside of continuing to work. One motherwrote, “I have wrestled with the decision to work since my older sonwas a year old. I have had to accept that I just can’t be happy puttingmy career completely on hold while my kids are young. Work chargesmy batteries in a way that being at home doesn’t—it helps me to be acomplete person. I don’t want my identity to be either just centeredon motherhood or just centered on career—I want to be a mom, and awife, and an individual.” Beyond stories, we went looking for facts. What does social sci-ence say about 50/50 life and how it all plays out? We’ll share answerswe’ve found in the vast pool of academic and government research toquestions like these: How do children fare when both parents work?What happens to marriage? Does dual-career life make men andwomen more happy or less so? We not only combed the data, wetalked to many of the leading academics who did the work. Expertson child development show how kids ﬂourish with attention fromengaged dads (and how working moms and child care can be helpful,too). Turns out that children don’t need one parent home all of thetime—but kids really beneﬁt if they have each of their parents someof the time. Psychologists tell us marriages thrive and men andwomen ﬁnd greater well-being when both spouses work. Look at theeconomics and you’ll see the numbers add up in support of sharingthe load—where men and women feel an equal duty to make moneyand care for kids.
8 Getting to 50/50 WORKING: IT’S NOT ABOUT CHOOSING SIDESThis is not another polemic on stay-at-home mothers versus workingmothers. Our goal is not to lecture, but to empower women who wantto combine gratifying careers with a rich family life. We want to start aconversation, to get men and women talking—not just at home but inthe workplace—about the limiting beliefs that knock too many momsout of full careers and keep dads apart from their children. Some of our closest friends have left their jobs to focus full-time ontheir families, and we respect that choice; it’s a deeply personal deci-sion that some women never regret. But we are concerned whenwomen lower their sights or “opt out” of hard-won jobs simply becausethey can imagine no other option. We see many of our peers pinned be-tween two forces: a workplace oblivious to parenthood, valuing longhours as the only proof of productivity, and husbands who don’t dotheir half at home. We hope this book will give people license to talkmore freely—to ask “Why?” when mothers think they have to quit andfathers feel they can’t get home for dinner. The Fortune 500 spends $8 billion per year on workplace diversity,much of that aimed at supporting female careers. In accounting, law,medicine, and many other jobs, there is now more effort put into re-taining talented women than ever before. But 85 percent of the lead-ers in most ﬁelds are men, still, and we haven’t changed those numbersmuch in the last ten years. In her 16 years working at a large investment bank, Sharon loggedmany hours hoping to help more women succeed: speaking to new re-cruits, mentoring, hosting networking events, serving on retentioncommittees. Sometimes these activities made a difference—and some-times not. Then one day, Sharon got a cross-country call from Emily, ayoung woman who wanted to see her for “career advice.” Fifteen min-utes into their meeting, the real topic emerged: “I need to work late inthis phase of my career or I won’t do well. I need my husband to step upwith our kids. How do I tell him that?” Venture into this terrain, the dangerous territory where personaland professional life meet, and you’ll hear comments like these: “I’dlove to take some pressure off my wife but if I leave early, my boss will
Imagine a Full Life—There’s No Need to Choose 9think I’m a wimp.” “My husband’s so stressed out about his job, I can’task him for help. I don’t want a ﬁght.” The vise that squeezes womenhas two sides, family needs and work demands. In this book, we’llshow you how successful working couples deal with both. But when these issues aren’t discussed constructively, out in theopen, women continue to leave work—and the causes are misunder-stood. “Few mothers drop out,” concludes Joan Williams, an eminentexpert on work and family who has studied the progress and percep-tion of working mothers for decades. Instead, “they tend to drop fromgood jobs into bad ones.” They accept inferior pay and prospects in re-turn for a small amount of ﬂexibility. In her report “Opt Out” or PushedOut?: How the Press Covers Work/Family Conﬂict, Williams responds tothe much-ballyhooed “opt-out revolution,”1 a so-called trend wherebyeducated women are exiting the workforce voluntarily to stay at homewith their children. The stakes are high for getting this story right. “If women are happilychoosing to stay home with their babies, that’s a private decision,”writes E. J. Graff, journalist and resident scholar at Brandeis University.“But it’s a public policy issue if most women (and men) need to work tosupport their families, and if the economy needs women’s skills toremain competitive. It’s a public policy issue if schools, jobs, and otherAmerican institutions are structured in ways that make it frustrat-ingly difﬁcult, and sometimes impossible” to manage work and familyobligations.2 When women quit their jobs, the repercussions go beyond the eco-nomics. Stephanie Coontz, author of Marriage, a History, notes thatwhen women opt out, “Not only does it reinforce women’s second-class position in the work force, but it reinforces Dad’s second-classposition in the family. She becomes the expert, and he never catchesup.”3 Fixing this unfortunate dynamic—that skews outcomes for menand women at work and at home—is what Getting to 50/50 is all about. Myra Strober, a labor economist and Joanna’s mother-in-law, is wellknown for a class she teaches at the Stanford Graduate School ofBusiness called Work and Family. Professor Strober invites speakers totalk to her class about how they built their careers while raising a fam-ily. In 2004, we each spoke at this class and came away struck by one
10 Getting to 50/50thing: students, both men and women, were anxious. They worriedthat the jobs they wanted were incompatible with the family life theyhoped for. As one student told us, “People say you can do it. But noone opens up and shows you how.” On another campus, a group of high-performing twentysome-things asked many questions about reentering the workforce afteryears away for raising kids. Sharon asked back: “How many of you areplanning to take more than a year off ?” Over 70 percent of theseyoung women raised their hands. Are they aware that few jobs let youexit for years and return with ease, or with the conﬁdence and skillsyou had before? How many of these students would plan their lives differently ifthey had more facts? If they knew that research shows 50/50 couplesenjoy much lower divorce risk?4 Or that careers make moms happier,too? A major study published in 2007 found mothers “attain thegreatest life satisfaction if they work.” Based on surveys of ten thou-sand individuals, British researchers found that mothers with jobsare significantly happier than their nonworking counterparts.Interestingly, though most women expressed a desire to work parttime, the study reported that “women with children are significantlyhappier if they have a job regardless of how many hours it entails.”5 So let’s tell young women this: Imagine a full life—there’s no needto choose. WHO WORKS? One of the most interesting things we learned in writing this book is that the question of working impacts all women, regardless of income. While many of us feel we work because our families could not afford it any other way, it turns out what you can “afford” is a function of something other than dollars. At every income level, at least 30 percent of mothers don’t work when their kids are under six—and moms work least at both the richest and poorest levels.6 To work or not to work? Often culture trumps economics.
Imagine a Full Life—There’s No Need to Choose 11 Poorest Quartile: 63 percent of mothers work 2nd Quartile: 70 percent of mothers work 3rd Quartile: 69 percent of mothers work Richest Quartile: 58 percent of mothers work SHARING THE JOURNEY, SOLVING THE PROBLEM—TOGETHERWhen we started talking about this book, Sharon was a managingdirector at Goldman Sachs and Joanna was a general partner atBessemer Venture Partners, a venture capital ﬁrm. We had small chil-dren and working husbands. As moms with full-time jobs, we got our share of comments fromthe skeptics on the playground (“I can’t imagine leaving my childrenevery day”) and at work (“Do you really want to do this? I love that mywife takes care of our kids”). But our spouses were strong allies andour kids were thriving. In fact, our spouses have proven to be our best allies as we combinefamily and career, because we can rely on them to do their fair share.As we talked to hundreds of other working men and women, we saw apattern: Couples win from standing in each others’ shoes, day afterday—committing themselves equally to raising their children andbreadwinning for a family. Mothers work without guilt; fathers bondwith their kids; children blossom with the attention of two equally in-volved parents. As one 50/50 dad (a CEO) told us, “I love that my kids are excitedto be with me and that they see both their mother and me as equals.”“I did not expect to live like this,” said another father, an entrepre-neur. “I grew up in a very traditional household and my dad was thesole breadwinner. I married an amazing woman with a great careerand I’ve reoriented my work so we can both raise the kids together.I’m very proud of the way we live, I feel on a daily basis we are con-tributing to the way that life should be.” We hear that men don’t read books like this. But we’ve talked to
12 Getting to 50/50hundreds of guys about what this book says and they love it—a lot ofmen really want a different deal, too. Pollsters say that working dadstoday express at least as much anxiety about work/family conflict asworking moms do, and surveys now show more than 60 percent offathers are willing to trade income and advancement for more timewith kids.7 Many couples have gotten to 50/50 in their own way andat different points in their relationships. For some, it started beforemarriage; for others, it took hold well into parenthood; for all, it’s anongoing quest, an ever-changing equation that lets both partners seethat their duties and dreams rank the same. “Fifty/ﬁfty?” a male friend asked us with a worried look when wetold him about our book. “Do you mean every day?” No. Some days (or years) are 40/60 or even 90/10. That’s why wetalk about getting to 50/50—it’s a process as much as a destination. A50/50 marriage isn’t purely based on how you divide the daily tasks offamily life—50/50 is really about a core belief: that satisfying worklives and loving bonds with our children are equally important to menand women.Right now, there’s a talented young woman worrying she’ll have tochoose. All she sees is people around her working 24/7 and she can’timagine how she’ll ever raise a family and succeed in her career. She’s los-ing hope that what she wants is possible—and she’s downsizing herdreams in ways her male peers don’t have to. She thinks about gearingdown her job to buy the ﬂexibility that only women ever seem to ask for. Right now there’s a woman, a mother, at a computer solving a prob-lem; in bed nursing a child; on her phone helping a customer; in hercar driving to day care. Maybe she’s preparing to teach her next classor see another patient; maybe she’s helping with homework or volun-teering at school. She’s designing software or writing a press release orﬁling a brief—and planning the family dinner. She’s working and beinga mom. But she’s losing hope and thinking of quitting. We wish she would read this book ﬁrst.
Part One The Good News About Work:W h y Tw o C a r e e r s A r e Better Than One
Mom and Dad: Chapter One How Kids Can Get More from Two Working ParentsWhy count sheep when you can count your worries? Your child . . . yourjob . . . your spouse . . . his job . . . your marriage . . . your child . . . your job . . . Will getting to 50/50 let you sleep carefree? For us, that hasn’t hap-pened yet. But we toss and turn much less because we have good com-pany, spouses who are equal players in the parent game. The manycouples we’ve interviewed say the same: “It’s worth it—especially forthe kids.” The thoughts that keep you up at night start early. On a popularmorning show, a parenting guru shakes his head. “You need to be therewhen your kids get home from school.” (Does he mean you?) As youkiss your kids good-bye, you see a ﬂier from the library: “Children’sStory Hour: 11 a.m. on Mondays.” You’ve never gone. “Would mydaughter enjoy that? What is she missing?” you wonder as you shut thefront door. Midday, there’s an e-mail from school. “Your son writes numbersbackwards. Please practice at home.” How, you wonder, will youwedge that in on weeknights? Your 3 p.m. meeting started forty min-utes late and the Little League game is at 5. You said you’d be thereand, as your son likes to say, “a promise is a promise.” You arrive at 5:45
16 Getting to 50/50and the game is in progress. You sit down as your son goes to bat. Theball soars and he runs all the way to third base. He sees you andsmiles—but you wonder why every day feels like such a ﬁre drill. Whatabout that guy on TV this morning: Are your kids getting short-changed? You start calculating how your family could get by on one in-come (not yours). Then your husband grabs your hand and whispers: “Don’t worry, Igot here early. See what a little batting practice will do?” He smilesproudly as your son’s foot hits home plate. Yes, your kids sometimesbring store-bought treats for the bake sale. But if you craft family lifeto give your children what they need . . . does it matter? As working moms who care about our kids, we’ve taken a hard lookat this question and learned many eye-opening things. We’ve read theresearch—and interviewed many experts who conduct it—to under-stand what the science really says. We’ve also gathered the stories ofworking parents (and their grown kids), who share their experiencescomplete with ups and downs. It turns out that children can gain a lotwhen both parents work: independence and self-conﬁdence, cogni-tive and social skills, and strong connections with two parents—notjust one. First, though, let’s talk about an issue that can lead to moresleepless nights than a newborn: the question of child care. THE TRUTH ABOUT CHILD CARE: THE KIDS ARE ALL RIGHTIf you played with dolls as a little girl, you’ll recall the game had onerule: Babies need their mommies. As you prepared to have your own child, you heard the same mes-sage, but the sentences got longer and the words got bigger. Expertstalked about the human brain and the ﬁrst few years of life, about howa child’s emotional and intellectual development hinged on a mother’stotal involvement in these crucial early stages. The newspapers an-nounced the landmark government study saying that children placedin day care are more likely to exhibit behavior problems than childrenreared at home. Friends at the playground traded tales about what ananny cam caught on tape.
22 Getting to 50/50giving options—by watching and talking to well-trained child careworkers.9 TIME OUT! If you sense that kids today get more time with their parents than you ever did—even if your mom never worked—you are probably right. At the University of Maryland, sociologist Suzanne Bianchi has tracked the changes in how married couples spend their time. This is what she found: Percentage of children with breadwinner dad/homemaker mom: 1965: 60 percent 2000: 30 percent Percentage of mothers who work: 1965: 33 percent 2000: 71 percent Hours per week that moms spend on kids: 1965: 10.6 2000: 12.9 Hours per week that dads spend on kids: 1965: 2.6 2000: 6.5 What suffered? The number of hours spent on housework was down about one-third.10 So, embrace your unmade bed as a sign you’re pri- oritizing your kids. But what about activities like those “mommy and me” classes thathappen during the workday? Can you really tune in to your kids if youmiss all that? When her son Jared was young, Joanna found herselfrushing out of the ofﬁce at lunch hour to join him at toddler classeslike music, gymnastics, or story time at the library. Jared was always